PROGRESSIVE COMPANIES

Companies cannot afford to ignore 50% of the potential workforce [women] and expect to be competitive in the global economy.

GALLUP

BOTTOM LINE BENEFITS

It is well-documented and widely recognized that women are underrepresented in corporate management and decision-making roles. And with women making up about 50% of the US workforce and comprising over 55% of today’s college graduates, it’s no surprise that women are becoming a larger and larger part of the talent pool.

Over the past 6 years, a growing number of CEOs are now more concerned about the impact that talent diversity has on their businesses and rightly so. The case for leadership gender diversity and its positive impact on company performance and profitability is gaining traction, not only in the US, but also worldwide.

RECRUIT & RETAIN TALENT

Companies with more balanced leadership do a better job recruiting and retaining talented workers.

MCKINSEY & CO.

INCREASED NET PROFIT

Having women in at least 30% of leadership positions adds 6% to a company’s net profit margin.

PIPELINE PROBLEMS

There is much work to be done. Despite all the bottom line benefits of women leadership, companies typically face a greater challenge in having too small a pool of strong, quality women managers and leaders to develop and promote from.

Commonly referred to as the “leaky pipeline,” women hold 53% of entry-level jobs, 37% of mid-management roles, and 26% of senior management positions and significantly less of C-suite roles.

The pipeline problem is further compounded with the fact that since 2000, the number of “prime age” women in the workforce, ages 24-54, has been declining. This decrease in women talent is for reasons significantly greater than work pressures and family burdens:

80% of American corporate women love their work

They struggle with exerting themselves as “Executive Material”

They don’t get useful feedback to correct on “Executive Presence”

Yet only 54% of American corporate women are eager to get to the top

They tend not to have sponsors that propel them into those positions

They leave their companies because of feeling underpaid with a lack of development opportunities

What are you doing to build and maintain a pipeline of

STRONG

BOLD

AMBITIOUS

TENACIOUS

COMMITTED

ENGAGED

BIG THINKING

INFLUENTIAL

WOMEN LEADERS?

Bobbi-Jo Brighton, CST, LCI works with progressive companies that are committed to evolving the thinking, performance, and leadership skills of their talent.

Companies that speak with us to proactively grow and develop their existing and emerging women leaders typically are:

Concerned about retaining the best female talent as a desired competitive advantage necessary in today’s complex business world.

For half a century since World War II, women’s participation in the work force increased, yet now has been declining since 2000. Companies must proactively engage their female talent to aspire to leadership.

CONTACT BOBBI-JO

Curious about how your company can build and maintain a pipeline of strong, quality women leaders? Contact Bobbi-Jo at:

Look what’s happened since 1776, most of the time, using half our talent. I mean just imagine what’s gonna happen when we, you know — go full blast with 100%… Women have every bit the potential men do.”